Design Of Employee’s Performance Compensation For Functional Departments In Y Company

Under the background of the sustained and healthy development of our national economy,the economic operation of central enterprises has generally maintained an excellent trend of seeking progress in stability.In addition,with the comprehensive reform in full swing,the pace of the reform of the salary system of the central enterprises has gradually accelerated,which has gradually become one of the focuses of the industry in recent years.Therefore,the reform of the salary system for the central enterprises is a positive measure to meet the needs of the market industry pressure,stimulate the vitality of enterprises,improve the competitiveness of talents,and respond to the call of the nation.As far as salary management is concerned,it is not only one of the human resource management modules of enterprises,but also an important tool to improve the competitiveness of enterprises,and an important means to attract,motivate and retain talents.Company Y is a three-level legal person subsidiary of a central enterprise,which has the common characteristics of the central enterprise in terms of organizational structure and management mode.In order to meet the needs of sustainable development of enterprises and ensure more effective implementation of strategic objectives,the functional departments supporting enterprise development and decision-making need to give full play to the role of supervision,guidance and support.Therefore,it is of practical significance to optimize the performance compensation of employees in the functional departments of company Y,improve the management efficiency of the functional departments,and guide the realization of the company’s strategic objectives,which will also promote the business development and improve the management level of the company.In this paper,based on the application of modern human resource performance management and salary management theory,by referring to the relevant literature and combing the relevant information,the performance compensation design of company Y’s functional departments is optimized and reformed.First of all,through the method of field investigation and interview,this paper analyzes the problems and causes of company Y’s actual situation,including enterprise strategy,enterprise culture,human resources,salary structure,performance appraisal status,etc;then,according to the actual situation of company Y,this paper uses the balanced score card(BSC),objectives and key results(OKR),key performance indicators(KPI),role salary and other methods,and constructs a set of systematic performance compensation system of functional departments from two levels of functional department management and grass-roots employees;finally,some suggestions are put forward for the implementation of the performance-based compensation system,so that the optimization of the performance-based compensation scheme can be implemented,which is more feasible.By optimizing the performance-oriented performance compensation system of functional departments,this paper can not only promote the improvement of performance management level of functional departments of company Y,promote coordination and cooperation between functional departments,but also provide reference for the design and improvement of performance compensation system of functional departments of similar enterprises.